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A good career enjoyment is essential for an individual in creating a career platform for his/her professional life in an organization. Sturges, Conway, Guest, & Liefooghe (2005) elucidated the condition for a mutual partnership between individuals and his/her organizational superordinate is the necessity of commitment and mutual benefit in the form of interdependence between individuals and organization. Career persistence is commonly demanded, for the sake of a continuous professional life instead of possibility for being fired in the middle of career enjoyment.
Someone who has set his/her heart on his/her career and has a clear career goal will be more successful. Career success is conceptualized as extrinsic and intrinsic career successes. The extrinsic career success construction uses objective indicators, and the intrinsic career success is constructed in a subjective manner (Karavardar, 2014). Motivation plays an important role as leverage for someone to work harder and to have a successful career. As studied by Locke, Latham, Locke, & Latham (2006), the intention of achieving a goal is the main source of energy for success. This research focuses on the research gap between group awareness on organizational objective and career success. Not many studies pay attention to the relationship between group awareness on organizational objective and career success. Research by (Greenhaus, Callanan, & Kaplan, 2015; Kavoo-linge, 2005) demonstrated the importance of focus on goal setting to improve career success. Unfortunately, it is still not clear what process should be initiated or the way should be taken to transform a goal setting focus to enhance career success.
This study aims to build a conceptual model, anchored by knowledge sharing in critical moment as a mediation for filling up the research gap between self awareness on organizational objective and career success. Adopting the goal setting theory, our conceptual model comprises also the role of affective commitment and its support in driving knowledge-sharing behavior from manager/supervisor and teamwork quality. Individuals tend to have certain standard of work and achievements and strive to achieve these standards using various strategic actions. The notion that individuals will striving for his/her achievement explains why people have strong motivation may succeed; and utilize it to a specific and hard-to-achieve goals will be more successful than those with unclear or easily-attainable goals. Anyone with strong commitment on a job tends to to do his/her work creatively for achiebing the organization goals (Arogundade, Arogundade & Oladipo, 2014), in particular, an individual with high affective commitment has greater career satisfaction. Knowledge sharing is needed by organizations in introducing intergroup works by encouraging employees to share their knowledge and expertise to each other to deal with complicated tasks at work. Knowledge sharing in critical moment is a way to nurture knowledge exchange for detailing numerous unexpected and hard to solve problems within the organization. Initiating and uliziling the knowledge sharing in critical moment habit is expected to improve teamwork quality and career success.